Army Personnel Transformation

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Army Personnel Transformation
An Enterprise Approach
MANPRINT Workshop
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Transformation of the Personnel Community
G-1 Vision A comprehensive and integrated Human
Resource capability that enables the manning,
readiness and well-being of the Army through
transformed systems, programs, policies, and
procedures.

• Vision for a Transformed Personnel Community
• A Relevant, Reliable, Reachable (3 Rs)
  multi-component, military/civilian enterprise
  Human Resource system (Army eHR) that enables
  flexible, cost-effective personnel policies for
  reshaping the Objective Force of 2015.

• People
• Readiness
• Transformation

8 Personnel Life Cycle Functions
PeopleSoft
Reach
Multi Compo Personnel DataBase (one electronic
file per soldier)
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Personnel Functions and Capabilities
Transformed Personnel Capabilities
The Core Personnel Functions Dont Change But
How We Do Them Does.

• Optimize Flexibility for Managing the
• Force
• Decision Support Tools HR Analysis
• Joint Enterprise Architecture
• Unobtrusive Records Knowledge
• Management
• Passive Personnel Tracking
• Reachback from Theater of Opns.
• Paperless Electronic Workflow
• Universal Access to Self-Service
• Point Click, Intuitive Customer Opns.
• Intelligent HR Software Applications

8 Personnel Life Cycle Functions
DISTRIBUTE
DEVELOP
ACQUIRE
DEPLOY
STRUCTURE
COMPENSATE
TRANSITION
SUSTAIN

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Army eHR Requires More Than DIMHRS
PeopleSoft Modules in DIMHRS OSD Implements
PeopleSoft Modules Not in DIMHRS Army Explores
Civilian Acquired Skills for RC
Prospect Mgt and Point of Sale Recruiting
Pers / Pay
Training Admin
Manpower Analytics
Other software as required to fill gaps
Force Management System (FMS) Army Accessions
Strength Forecasting (A2SF)
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OSD FMM Enterprise Architecture
FMM Financial Management Modernization
Required Army Architecture products to be
incorporated into the FMM architecture
The G-6 AKEA Architecture will be integrated with
the OSD Architecture
Conceptual Framework For Army Knowledge Domains
Manpower Personnel
G1
Human Resources
Transpor- tation
Logistics
Medical
Finance
G-6 Army Knowledge Enterprise Architecture (AKEA)

G2
ISR
Ops,Rqmnts etc.
G3
Army System of Systems Architecture HR Personnel
Systems End State
Logistics Transp.
G4
G6
C4
Programs Material Int.
Systems to be subsumed by DIMHRS
G8
Systems Not subsumed by DIMHRS
OSG
Medical
Army eHR will be a subset of AKEA
ALT
Acquisition
Installation MWR
IM
Non DIMHRS Lab
DIMHRS
FMS
A2SF
FMC
Finance
Army eHR (enterprise approach)
GC
Legal
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Personnel Transformation Concept
FY03-05 Transform Army Personnel Services
Community
Transform Personnel Policies Army-wide
2015 Objective Force

Army eHR Enterprise Solution gives New
capabilities to perform 8 Life Cycle
Functions Realigned Personnel Services
Workforce Robust analytics for Transformed
Personnel Practices Army-wide Architectures
for Unobtrusive Record keeping
Army eHR (Enterprise Solution)
Empirically-Based Well Informed Personnel Policy
Decisions for Flexibility and Cost
Effectiveness in Reshaping the Objective Force
2015
PeopleSoft Modules
DIMHRS Pers/Pay Human Resources Pay
Benefits Workforce Analytics HR Portal (AKO)
Non-DIMHRS Lab Resume Processing Customer
Relations Manpower Analytics Training Admin
A2SF FMS
Force Management System (FMS) Army Accessions
Strength Forecasting (A2SF)
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Comparison of Personnel Legacy Environment to
Future Possibilities
Archit.
Bus. Process
Per. Unit Structure
Army Pay Off
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Sec Army Terms of Reference for Manpower and
Personnel Transformation (17 Dec 02)
Intent - Comprehensive review of policies,
plans, programs, systems, and processes. (G-3
integrate Army wide, G1 affected most) - Long
term perspective on OBJ Force, network-centric,
information based Army. - Integrated HR
capabilities that enable Manning, Readiness, and
Well-Being.
Analytic Requirements 1. Recruitment and
Retention 2. Right Mix of Personnel 3.
Soldier and Leader Development 4. Readiness
(Rotational Unit Manning) 5. Well-Being 6.
Civilian Personnel Management
NLT 15 January 03 - Action plan and timeline
(Monthly IPRs) NLT 30 July 03 - Initial results
presented for decision. Approved initiatives
integrated into Army Plan
Note NLT 23 May 03 Present options for
changing unit manning / rotation Implement
specific changes Summer 03.
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Personnel Transformation Task Force Must
Synchronize All HR Transformation Efforts
Trans. Camp. Plan
OFTF White Papers
END STATE Empirically-Based Well Informed
Personnel Policy Decision Making for
Flexibility and Cost Effectiveness in
Reshaping the Objective Force 2015
Personnel Annexes
Policies, Plans, Programs, Processes, Systems
May 03 Options for change for SA
26 Feb03 RRC
July 03 Terms of Reference Report Out
Jan-Mar 03 Third Wave HR IPT
eHR
Core Capabilities 8 Life Cycle Functions
Technology Enablers
Develop Field Army eHR (DIMHRS non-DIMHRS)
Realign Personnel Services Workforce Create HR
Architecture at Army DoD Levels
Workforce Structure
Foundation of Personnel Transformation
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Vision for a Transformed Personnel Community A
Relevant, Reliable, Reachable (3 Rs) enterprise
Human Resource system (Army eHR) that enables
empirically-based personnel policies for
reshaping the OF 2015.
Army Personnel Transformation
MANPRINT, ARI, Public Affairs
Training Ldr. Develop.
Per. Enterprise System
Per. Knowledge Domain
Force Structure
Well-Being
Manning

• Values and
• Culture

• Inventory vs.
• Structure Req

• Recruiting
• Models

• Common architect..
• Network-centric

• Empirically-
• Based policies

• Family Programs

• e Learning/
• OES/NCOES

• Education

• Unit Manning /
• Rotation/Readiness

• Unobtrusive
• Recordskeeping

• Workforce Mix 3rd Wave,
• Combined PERSCOMs

• Predictive
• Analytics

• Army eHR, (DIMHRS
• Non-DIMHRS

• Reachback
• Reduced footprint

• Individual vs.
• Unit Training

• Housing / MWR

• AKM portal
• (Self-Service)

• Civilian Strategic
• Army Workforce

• FMS Force Mgt
• System

• HR Equipment
• Documentation

• Command Programs

• Online
• Accessibility

• 360o Tool
• Mentoring

• Distribution

• Retirement
• Options

• A2SF Army Auth.
• Strength Forecasting

• Hardware
• Infrastructure

• Modularity

• PERSTEMPO

• Pay/Health

All pillars include Active, Guard, Reserve, and
Civilian Personnel.
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Tasks
Empirically-Based Well Informed Personnel Policy
Decision Making for Flexibility and Cost
Effectiveness in Reshaping the Objective Force
2015
P.T. END STATE
PROGRAM RESOURCES
AXIS INTEGRATE
Force Structure
POLICY
Manning
Well-Being
8 LIFECYCLE FUNCTIONS/PROCESSES
TNG Leader Development
Personnel Knowledge Domain
ENABLERS
Personnel Transformation
Personnel Enterprise System
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Personnel Transformation Universe
Partnership w/G6, G3, G8, PEO EIS
THREE DIFFERENT VIEW POINTS
STRATEGIC

CIVILIAN STRATEGIC ARMY WORKFORCE
ARMY eHR,
OPM

OPERATIONAL
RESERVE COMPONENTS
DIMHRS Non DIMHRS
UNIT MANNING
ROBUST ANALYTICS
WELL BEING
PERMS
LIFE CYCLE FUNCTIONS
IMA
Third Wave
FORSCOM TRADOC
Conf Bd Gartner Gp CIO Council
TPS PERSTEMPO
TACTICAL
eMILPO, RCAS, RLAS
ASA/FM ASA(ALT)
HR WORKFORCE REDESIGN
OMPF Online
SOSA-HR
Other Services as G1 Partners
ASK/SAM
MERGER OF PERSCOMs
Army Transformation G-3
OSD PR, RA, Comptroller
OFTF FCS
BUDGET